A Roadmap to Integrate and Improve Talent Initiatives

Written by Asma Zaineb

Talent management is a composite process where companies need to deal with several distinct human issues simultaneously. Organizations must plan and execute concurrently their search for the right talent, training and development and retention-within these several related activities. All these activities are like a chain whose strings should be properly linked in order to strengthen them. With a strong chain of talent management practices, companies can realize their business objectives confidently.

Here are some guidelines on integrating a company’s talent management initiatives:

Empower the HR Department: A company should regard its HR as a strategic partner rather than a support team. Since talent is going to be a premium resource as the dynamics of business keep changing periodically, it is the HR that should find, integrate, nurture and retain the right talent. Hence, it should be empowered first with better technology and competent leadership.

Distribute the responsibility for talent initiatives: A company should empower its HR department and look at ways of involving the entire leadership in its talent initiatives. When companies do this, they establish a culture which makes talent management a natural process rather than a ceremonial duty of the HR. However, companies should build a competent and cohesive mechanism to oversee the smooth flow of all internal activities.

Harness the power of technology: Proper communication channels can facilitate learning and integration of new employees in no time. Besides, they can also facilitate idea sharing and maintenance across the organization. In this regard, using a proper networking technology or a blend of technologies can help immensely.

Learning is another aspect that builds your employees’ competency. You can provide enough opportunities through leveraging e-learning technologies. With technology and automation, you can save several hours of productive time for your employees. On the other hand, employees feel empowered because they learn to handle several work aspects online.

When an organization’s business objectives are in sync with its talent practices, it achieves the maximum results. To this end, an organization must drive its workforce planning, recruitment, learning and development and retention initiatives.

Do share your thoughts on the same.

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I will agree with making HR an strategic partner for finding talent and finding training. I have partnered closely with HR in the past to find good candidates and hires.

I disagree with making them responsible for retention and nurturing.

That is the responsibility of leadership to establish a culture where the employee feels valued and can freely discuss their ideas. Leaders have to communicate the vision of the team or department and set expectations for them. Then let them work out how they will get there. It is their responsibility to ensure that their team has the tools and skills required to complete the project. The leaders can work closely with HR to define such training and then let HR find the best they can offer.

I come from an engineering background and if you left what you propose to HR it would be a disaster waiting to happen. I am not condemning HR I am just saying they are not properly suited for that task.

If you want good talent and you want to retain good talent then you must build a house where they are attracted to come and welcome to stay.

M K Verma

Dear Sir,
I am working for a boss who is demotivating, discouraging and most of the times engaged to save his own skin. He is threatening, abusing, uncompromising and uncommunicative. He sends unwarranted messages to his seniors more often about inability of his employees and never appreciates. Working under him is virtually torturing oneself. Even for small mistakes, he gives threatening memos, in perception to save his skin in the related case for future, which make employees under him very insecure … This sort of milieu in the office have overall effecting the personal life too. What to do Sir!

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